Police Chief Christopher Boyd Citrus Heights Police Department November 8, 2006

1. Attracting Experienced Officers Police Chief Christopher Boyd Citrus Heights Police Department November 8, 2006

2. Our Story Legacy, Balance, Career

3. Mission Start a Full-Service Department by June 26, 2006

4. Police Department’sChallenges Hire 130 staff in 7 months Process 3,000 applications Complete major facility construction, including a state-of-the-art communication center Acquire almost $3 million in equipment, vehicles, and technology Compete against another agency doing the same thing

5. The Key Team Henry Tingle City Manager Cathy Capriola Admin. Services Director Lynn Maynard I. T. Manager Leadership and Support

6. Our Strategy Recruit State-wide Market the “Lateral Attractors” Sell the Regional Attributes Focus on the Eight Key Themes

7. 8 Key Themes Build on Our Strengths Know the Recruiting Market Branding and Marketing Use Technology Relationship Building Adhere to Core Values Screen Candidates Early and Often Walk the Talk

8. Theme 1: Build on Our Strengths • In order to sell the new department, we had to offer a unique opportunity that was identifiable and appealing • We looked internally and identified our organizational strengths: • Employee Focused • Reward and recognize performance • Ensure employees have a voice and opportunity to contribute

9. Theme 1: Build on Our Strengths • We built the recruitment on our strengths: • Communicated our core values • Created a benefit program and shift schedule that showed our commitment to “Finding a Balance”

10. Theme 2: Know the Recruiting Market • Gained an understanding of the candidate pool • Matched the candidate’s needs and wants to the organization’s features and benefits • Created a series of marketing pieces that truly spoke to the lateral officers seeking a change • Identified a set of “Lateral Attractors” that guided this process

11. Theme 3: Branding and Marketing • Needed to brand the department and create an image • Competitive arena – needed to sell and tell our story • Differentiated ourselves in the market by creating current and professional graphics • All the graphics and content needed to look and feel “in sync” • Developed a consistent graphical look • Created tag lines that spoke to our “product” and vision: • Construct a Legacy, Strike A Balance, Build A Career

12. Theme 4: Use Technology • Our goal was to make it easy for candidates to apply • We blended technology with a concerted effort to provide a high touch interface for candidates • On-Line application system (www.CalOpps.org) • Current and fluid Web Site with focused recruitment center information • Integrated database system • Candidate tracking throughout the recruitment process, from application to hiring • Scoring system to rate hundreds of applications in an equitable manner • Ad-hoc management reports and data tracking

13. Theme 5: Relationship Building • High-touch customer service • Provided a centralized recruitment phone number • Created web site with extensive information to allow candidates to learn and browse at their convenience • Held open House events to showcase the new department and “see” the vision; meet the key staff • Dedicated HR Analyst and Office Assistant to focus on background and medical process • HR Analyst became a personal link for candidates to increase their comfort and knowledge during the hiring process • Discussed compensation up front; no surprises at the end

14. Theme 5: Relationship Building • It is all about relationships • Built professional relationships with candidates based on honest communication and prompt response – created initial building blocks of trust for the future as an employee • Presented a “personal face” to our candidates • Communicated with candidates late at night and on weekends to expedite processes – demonstrated our commitment to them and validated their decision to join our organization • Utilized e-mail, cell phone and many other “applicant-preferred” methods to communicate

15. Theme 6: Adhere to Core Values • Communicated our core values through the marketing program • Screened candidates throughout the interview and background process to ensure the applicants truly matched our core values Diversity,Integrity,Teamwork, Innovation,Respect,Responsive Customer Service, Trust

16. Theme 7: Screen Candidates Early and Often • Understood that lateral officers wanted to be surrounded by peers that share their vision and values • Although we needed to hire all of our officers in under a year, we would not sacrifice the quality of candidates for numbers or a “quick hire” • Screened candidates through professional human resources practices, background investigation, polygraph, psychological exam, and the Chief’s interview • Made some tough decisions to drop candidates at various stages of the process; sticking to our core values

17. Theme 8: Walk the Talk • Turned our values into action • Ensured the Police Department Management Team shared the core values and truly embodied the vision of the organization • Understood that lateral candidates are looking for leadership that they can trust and have confidence in • Continually evaluated the recruiting process to ensure it matched the qualities and caliber of our growing force • Run the department the way we promised we would

18. Superior Results Experience – The Citrus Heights Police Department is a senior-staffed law enforcement organization Background - CHPD officers hail from 77 different law enforcements agencies across the State

19. Superior Results AVERAGE YEARS OF SERVICE

20. Superior Results Crime Reduction Trends

21. The Impact So Far… Injury Collisions Reduced by 45% Auto Burglaries are down 23% Auto Thefts Reduced by 45% Burglaries Have Dropped 34% Robberies have Dropped 11% Vandalisms are Down 42%

22. The Impact So Far… Response Times: 4 Minutes for Emergencies 11 Minutes for Non-Emergencies

23. Exceptional People,Significant Results.